If you are LEFT, you just ain't RIGHT

Tag Archives: EEOC

The massive fourth branch of government – the administrative state – is officially out of control. Please consider the Equal Employment Opportunity Commission, under the direction of the Obama administration, which is now doing the work the Taliban won’t do.

The EEOC is suing Star Transport for rightfully terminating two Muslims who refused to do their job. If these Muslim truck drivers don’t want to deliver alcohol, then they shouldn’t have taken a job in which part of their duties would be to deliver alcohol. It’s that simple.

PEORIA, Ill. – Star Transport, Inc., a trucking company based in Morton, Ill., violated federal law by failing to accommodate two employees because of their religion, Islam, and discharging them, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

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The lawsuit alleged that Star Transport refused to provide two employees with an accommodation of their religious beliefs when it terminated their employment because they refused to deliver alcohol.

The drivers refused to deliver legal products in America? So where, pray tell, does this end? I suspect the EEOC hasn’t quite figured out where they’ll draw the line on their enforcement of Sharia law:

The Obama administration’s Equal Employment Opportunity Commission says it should be a federal crime to refuse to hire ex-convicts – and threatens to sue businesses that don’t employ criminals.

In April the EEOC unveiled its “Enforcement Guidance on the Consideration of Arrest and Conviction Records,” which declares that “criminal record exclusions have a disparate impact based on race and national origin.”

The impetus for this “guidance” is that black men are nearly seven times more likely than white men to serve time in prison, and therefore refusals to hire convicts disproportionally impact blacks, according to a Wall Street Journal opinion piece by James Bovard, a libertarian author and lecturer whose books include “Freedom in Chains: The Rise of the State and the Demise of the Citizen.”

Most businesses perform background checks on potential employees, but the EEOC frowns on these checks and “creates legal tripwires that could spark federal lawsuits,” Bovard observes.

An EEOC commissioner who opposed the new policy, Constance Baker, said in April that the new guidelines will scare businesses from conducting background checks.

Reason: If a check does disclose a criminal offense, the EEOC expects a firm to do an “individual assessment” that will have to prove that the company has a “business necessity” not to hire the ex-convict. If the firm does not do the intricate assessment, it could be found guilty of “race discrimination” if it hires a law-abiding applicant over one with convictions.

Bovard points out that the “biggest bombshell” in the new guidelines is that businesses complying with state or local laws requiring background checks can still be sued by the EEOC.

That came to light when the EEOC took action against G4S Secure Solutions, which provides guards for nuclear power plants and other sensitive sites, for refusing to hire a twice-convicted thief as a security guard – even though Pennsylvania state law forbids hiring people with felony convictions as security officers.

Bovard quotes Todd McCracken of the National Small Business Association: “State and federal courts will allow potentially devastating tort lawsuits against businesses that hire felons who commit crimes at the workplace or in customers’ homes. Yet the EEOC is threatening to launch lawsuits if they do not hire those same felons.”

Bovard concludes: “Americans can treat ex-offenders humanely without giving them legal advantages over similar individuals without criminal records.”